Monthly Staffings

Each month I staff cases with my supervisor. During the monthly Staffing we talk about how cases are going and any new findings on the case. We also discuss services in place for parents and children. We also discuss how the parents and children are doing with the implemented services. This is a good time for me to have any case specific questions answered and get my supervisors opinion. As a DCS case manager, we get some discretion when it comes to making vital case decisions. This is why it is important for me to be on the same page as my supervisor so if I have to make split-second decisions, I already know how my supervisor would want me to proceed. Therefore, monthly staffings have really helped me get a better grasp on the DCS processes.

Demonstrating Public Service

My organization demonstrates public service by being committed to not only help children in need but also the parents of the children. In order for a child in DCS custody to be placed back in the care of their parents, the parents are required to complete services tailored to the parent’s needs. Our organization goes above and beyond many times to make sure the parents with children in our care are receiving everything they qualify for. Our organization also provides transportation for the parents to see their children and get to services such as counseling.

Anyway that we can help the parents, within our means of course, to achieve their goals, we will help. We realize that there are thousands of kids in DCS care and do not want to take any more kids in unless it is absolutely necessary. DCS tries to stay as unbiased as possible when making critical decision. DCS also probes parents to make sure that the programs they’re participating in actually fits the parents needs and not just some random program.

Turnovers affecting other workers

I previously discussed turnovers within the Department of Child Services. I would like to now discuss how the turnovers affect other employees. Due to a number of recent turnovers, many new employees have received a considerable amount of child abuse and neglect cases. High turnovers affect other employees negatively and can cause an enormous amount of employee stress. It seems like it’s a vicious cycle. For example, employees leave, and cause extra stress on other employees and then those employees leave and cause even more stress on the next employees that will inherit the cases.

I believe what needs to happen is that DCS needs to be evaluated as far as operations and efficiency. Improvements to the current system and improvements to the current processes should help stabilize employee turnovers. Right now training for a DCS case manager is 3 weeks field training, where you mainly observe, and 6 weeks classroom training. I believe new employees are thrown into case management way too prematurely. Part of the reason this occurs is because of the high turnover rate. If the turnover rate decreased, it would give new employees more time to adjust to their current positions. There are many suggestions that can help DCS improve its approach.

High Turn Overs

There is a huge problem throughout the Department of Child Services. The organization has a high employee turnover rate. According to exiting employees, one of the main reasons they are leaving DCS is due to not feeling supported by their supervisors. This is shocking because the first thing people think of when they think of DCS is that employees have too high caseloads and have to deal with some awful situations. However, these are not the main reasons why people leave DCS.

It is true that when you start working for DCS you are quickly thrown into the whirlwind of never ending work. However, when speaking to other DCS employees, they love their jobs. They love helping and interacting with children every day. Those that are leaving due to not feeling supported by their supervisors have unfortunately been placed in a unit where communication is not good. Communication is key for any successful organization. Without great communication it is hard for any organization to thrive.

Free Write

This week has been pretty hectic. I started an extra class at night once a week. The first night was fine, except I was running late due to having to finish some things at work. This week I have had 3 child placements disrupt and have had a hard time keeping set appointments while trying to get the kids situated and complete required paperwork for their moves. Removing kids from a placement is not easy. Sometimes it is hard to see beyond the chaos to the greater purpose of things. All you can do is try to prevent more trauma from happening to a child and pray that you’ve made the best decisions at the end of the day. Many times I think there is a misconception with DCS. Some people think DCS just wants to remove people’s kids from their homes. The reality of the situation is that in most cases I see, the kids are not removed from the home until several chances are given. The only time I’ve seen children removed with no chances for the parents to correct their wrong is when the situation is so bad that there is no way we can’t remove the child. Ensuring the safety of children is not the hard part of working for DCS. The hard part is all the legalities that come with it.  

Leadership Opportunities

Leadership plays a role in my internship because I have to have leadership qualities when working with families in the community. In the role I am in I have to make important decisions regarding parents who have kids in our custody. I have to monitor the parents and make sure they are complying with their community services which are sometimes court ordered. I also have to make sure they are attending visits with their children and ensure they are making progress towards their family goals. Therefore, fostering good relationships with those in the community and community stake holders is vital. The same goes for my co-workers. They also have to do the same duties and must manage their time wisely. Multi-tasking is also important to meet organizational deadlines.

Interview

My supervisor’s main duties are to monitor the individuals in her unit. Not only does she need to monitor the individuals, she also has to make sure she does monthly meetings with each individual in her unit to ensure they are on task.  My supervisor has to make sure she is meeting deadlines put in place by the Program Manager and make sure her unit workers are meeting their deadlines. My supervisor was a DCS Specialist prior to her becoming a DCS Supervisor.

In order to get a supervisor position, it is important to have a Bachelor’s degree in Social Work or a related field. It is also recommended to have a Master’s degree. However, experience is always a plus and can be substituted for some educational requirements. The current new trend in this field is that there are many supervisor positions open with not enough internal staff to take them. Some DCS staff are getting these internal positions easier because there is no one really to compete for the position. I am encouraged to check the state website for a list of available jobs and requirements